| With the advent of the Internet era,the economy has shown a trend of globalization,which has intensified the external competition of the organization and enhanced the uncertainty of the organization.This status of the organization makes the work content of the employees broad and flexible.At work,employees are no longer satisfied with the existing work content,they begin to expect more autonomy,can seek some self-realization in their work through their own efforts,and make the boring work add some self-features and interesting.Organizations should respond to the characteristics of modern employees in order to better motivate employees’ work enthusiasm,but this is a major difficulty in business management,and the academic community has also paid attention to it.At present,with regard to the design of work,scholars gradually shift the focus of research from top-down management behavior to self-acting behavior from the bottom up,thus proposing a new concept of work reshaping,followed by researchers.Its positive effects have been confirmed.At the same time,some researchers also proposed the concept of team work remodeling,and confirmed that team work reshaping has a more positive effect on the organization,but few researchers have studied the antecedent mechanism of team job crafting.Since previous studies have confirmed that team job crafting has a positive effect on the organization,it is also necessary to study the antecedent variables.The team job crafting behavior is to achieve the effect of 1+1>2 on the basis of individual job crafting behavior.Although the rework of team job crafting is not just a simple sum of individual job crafting behavior,individual job crafting behavior is an important factor affecting team job crafting behavior(M?kikangas et al,2017).Thus,This study reinvents individual job crafting as an important antecedent variable in team job crafting.Use this as a clue,Through the search of the literature,two parallel mediating variables,organizational identity and transformational leadership were identified.Through the questionnaire survey,373 in-service participants aged 18 years and over were collected from all over the country.The effective rate of the questionnaire reached 90.1%.Then,SPSS21.0 was used to analyze the collected data.Descriptive statistics,independent sample t test,ANOVA,correlation analysis,regression analysis and bootstrap test results found:(1)Gender has significant differences in individual job crafting.Men’s individual job crafting levels are higher than women’s,which may be due to differences in male and female personality;(2)There is a significant difference in the level of individual job crafting.The level of individual work reshaping at the grassroots level is higher than that of ordinary employees,which may be determined by the autonomy of the position;(3)Individual job crafting has a direct positive prediction of team job crafting,and the level of team job crafting will increase as the individual job crafting level of employees increases;(4)Organizational identity play a role as a parallel mediating in the relationship between individual job crafting andteam job crafting.When the level of individual job crafting of employees is improved,according to the principle of reciprocity,employees will realize organizational identity because of the self-interested individual job crafting behavior.And then combine individual goals with team goals to make more team job crafting behavior.Finally,this study further analyzes and discusses the research results.Improving the team job crafting of the organization can start from the following aspects:encouraging men to carry out challenging tasks,women to carry out social tasks,and increasing the autonomy of ordinary employees.Does not restrict employees’ individual job crafting behavior;improves employee organizational identity;increases the link between employees and transformational leadership. |
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